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1. Evaluations are collected by the search committee from faculty and other involved parties: evaluation forms, written or verbal feedback to committee members, search chair, department chair; or any other evaluative information.

2. Search committee members should perform reference checks of each finalist, asking the same questions to each reference about each candidate.

   1. See HR: Check References for guidance.

   2. For example reference check questions, see COE: Evaluating Candidates in Faculty Searches > Reference checks.

3. Search committee deliberates and makes a hiring recommendation.  Based on their review, they may recommend: (a) one candidate, (b) more than one candidate (rank-ordered), or (c) no candidate.

4. Search committee chair prepares a written summary of the search committee’s recommendation and submits to the center director and academic department chair. The report should include the following information:

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1. 1. Search committee’s assessment of each finalist’s strengths and weaknesses, including:

      1. how each candidate would add to program area(s), department(s) and College

      2. how well each candidate fits the criteria for selection

      3. how the final selection was made

      4. final vote

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1. 1. Summary of faculty feedback for each candidate including more specifically:

      1. a paragraph for each candidate describing faculty feedback

      2. any evaluation forms, written or verbal feedback to committee members, search chair, department chair(s), or any other evaluative information

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1. 1. Final hiring recommendation of the search committee which must include a rationale for the decision and can include the recommendation to hire:

      1. one candidate or

      2. more than one candidate with the list rank-ordered, or

      3. no candidate

2. Department chair and center

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1. director review the search committee chair’s report and discuss.

Phase 4:

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After center director and department chair discussion

1. Center director, department chair and Associate Dean for Research and Graduate Studies ADRGS discuss salary and start-up package. It is strongly encouraged to capture agreed-upon offer items in email rather than just verbally, and cc or forward these to the department Administrative Manager for reference during the draft offer letter writing process in collaboration with COE Faculty Affairs, including all helpful details and specifics.

   Special circumstances:

2. If proposed hire is at tenured Associate or full Professor level, Senior Associate Dean submits candidate's CV and a Preliminary Request to the Provost’s office for approval before offer is made. See COE: Hiring Tenured Faculty > tab "Tenure pre-review."

If proposed hire is not a U.S. citizen, department should consult with Texas Global - International Student and Scholar Services before offer is made, and cc COE-FacultyAffairs@austin.utexas

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edu.

3. The Center center director should begin working with the department Administrative Manager and COE Faculty Affairs on the hiring process , including PAR, Offer Letter, and described at COE: Hiring Research Faculty process if appropriate. Keep in mind that these processes can take a great deal of time and effort, and please plan accordingly.

After the conclusion of the search

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For applicants interviewed but not selected for hire, the Search Committee Chair should send a more personalized email. 

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Please send suggested additions to this page and notifications about broken links to COE-FacultyAffairs@austin.utexas.edu.